MGT 811 Critical Incident Report: Key Managerial Problem Assessment 1 Answer
The new corporate climate is far more developed and dynamic than the conventional enterprise and needs a convenient and successful strategy and governance to grow and have a viable market place. A management team must have the competencies to maintain the system globally and its pursuits. The production of strategic expertise allows applicants or graduates to work with the technologies as well as the knowledge that create a successful organization.
The essay would address the significance of a critical incident report in performing an analysis of the key competencies of a CEO, in the wake of multiple sexual harassment allegations that have received public exposure. The essay would analyze the key managerial problem and how it can affect the potential role of the CEO in the organization. This critical incident assessment will focus on the competencies and vulnerabilities of the leader. It will also assess growth areas focused on crucial events, and demonstrate the importance of the available literature to redress the same.
The study history concerns a business CEO in his former role as some organization's COO who has recently been cogently convicted of sexual misconduct by two prior colleagues. The accounts about such allegations are attracting coverage and internet 'viral marketing.' The CEO categorically rejects bullying these two former-employees; nevertheless, their accounts were provided individually, beyond each other's awareness, and had distinct and clear information.
The business management has requested you to evaluate the scenario and provide feedback from a governance viewpoint in 'primary personal competencies.' This review will, therefore, assist the commission to evaluate whether or not the current CEO complies with these specific suggestions because if not, the review will notify the substitute CEO's hiring.
This report would be the reaction to the aforementioned comprehensive event. It will be completed by using the principle discussed in the course curriculum. One may need to determine the scenario. This report will also suggest whether there is also a need to make decisions on further steps. These are to be then objectively informed to the commission.
Findings of analysis
In light of the prior claims of sexual harassment, the report has identified several drawbacks in the competency framework on an individual level. These drawbacks have to be dealt with comprehensively to redress the management problem at the earliest.
The major findings have been highlighted as follows:
· The individual competency framework is missing-
Competency training is viewed as an HR mechanism and not as a necessity for companies. On aggregate, a major portion of the company described increased leadership and efficiency of workers as essential or crucial to success. Once questioned about its singular most critical request for intervention to enhance performance, respondents replied b7 urging to ask workers when they are supposed to achieve. Quality, then, requires straightforward clarification about the qualities with which an individual is responsible. This is one of the prime reasons why this blatant misdemeanor or lack of professional courtesy of the manager towards colleagues had got completely unnoticed (Loew, 2016).
· The identification of critical competencies on an individual level is extremely tough
It is challenging to identify critical competencies. Without an appraisal plan and the opportunity to identify the abilities the company requires to acquire, the company is left uncertain as to what capabilities occur and are required. Approximately a major portion of the company's workforce state that identifying key skills by section of expertise and work position is crucial or significant to the enterprise. But a good percentage of the workforce can forecast or manipulate the requisite skills. This also led to the manager blatantly concealing his sexual misconduct. The prior history on a personal level had not been analyzed before since there was no lack of professional competency found. Therefore, analyzing personal individual competencies that are critical is quite a challenging task.
· The company brand image is negatively attributed to the individual competency of the management
Competency growth is weakly associated with market priorities. A major percent of the market has defined crucial skill clusters and main job positions either very successfully, or not at all. But, of example, others are yet to identify essential work roles and requirements for achievement. Throughout the lack of such proficiency processes, it is no wonder that a prevalent percent of organizations suggest that the construction of executive and management capabilities is based either slightly, or just not, on the creation of qualifications required to meet company objectives. In this case scenario, the negative attribute of the manager has received viral attention online. This has led to a wide-scale public exposure of a negative trait. This not only destroys the entire competency framework of the company's management but also puts a question mark on the check and balances mechanism of the senior key personnel (Gander et al., 2016).
· Investment in the acquisition of competencies is deprioritized.
The personnel plan of a company for the initial period ever surpasses the corporate strategy of the corporation, in terms of its significance in achieving business objectives. The company has lost its public image and lacks a framework to protect its competency framework, there is more focus on the corporate strategies and mission statements than there is on the personnel of the company. This narrative requires to be changed.
· Frameworks of competence are independent of professional competences
The management of the company has professional competencies that are completely different from its model set of ethics. So many organizations remove technological competencies from the practical component of a definition of competency. Like other important job positions, technological expertise is widespread among mechanics, IT experts, and medical practitioners, amongst many others. Nevertheless, their competency structures are sadly lacking in technological expertise in certain organizations.
· The record of individual competencies are back-dated and paper-based
There is the absence of an integrated standard of expertise. Leadership is forced to reliably evaluate the success of staff and concentrate on improving skills and narrowing ability gaps. Automating real-time analysis, amongst many other aspects, is a way of developing a standardized solution to enterprise-wide management control and facilitates proficiency alignment through all skill systems. There is no database for whistleblowers where individual complaints or records of it can be maintained in the organizational hierarchy. In this case, the two credible complaints of sexual misconduct would have been priory analyzed had this mechanism been there in place (Jackson & Wilton, 2016).
Recommendations from the analysis
In light of the above analysis of individual key competencies, the following recommendations are suggested to the senior personnel, to redress the prevailing management problem.
- Adopting an enhanced perception of predicted results and attitudes.
The fastest path to efficiency enhancement, of course, begins with identifying the target efficiency. The first move in offering staff and executives the strongest chance at success quality has been achieved by companies who invest the resources to identify the brief listing of skills and required degree of competence with each ability, my work position, necessary with achieving business objectives. Therefore, the entire workforce working under the CEO needs to be re-oriented (Benayoune, 2017).
- Strengthen the preparation for potential recruits.
Results of qualifications evaluation notify governance about emerging and potential capabilities. To be classified as qualified, the person must show the skill and expertise to carry out the basic duties of a career. Statistics and insights on the expertise and abilities of staff are essential to reducing success vulnerability that governance may probably be oblivious to.
- Develop an efficient approach for growth and versatility.
High-performance organizations understand that effectiveness in planning relies on how good their employees are competent. We further recognize that rigorous preparation will not automatically provide workers with the necessary qualifications to succeed at work. It is where knowledge training and skill-based learning falls in. Competency-based learning is designed on the competency requirements that have been established in an enterprise for a particular function.
- Update the Talent system
Computerized talent assessment allows on-demand knowledge on expertise maturity and training for the staff and members to step onto next-level or other vital positions. Organizations are best equipped for strategic preparation in this manner and thus produce healthy resource reserves irrespective of the market cycle or the financial circumstances(Ismail, Domil, & Isa, 2014)
- Enhance operational productivity
Competence assessment technology promotes creative development and growth, removes non-value - added preparation, identifies skills to be somehow improved, flags crucial ability deficiencies for reduction, and produces greater concentrations of worker and leader interaction with their cumulative organizational experiences.
- Promote Talent systems combination.
Representing as the benchmark for anticipated success by work position, skill assessment is the framework from which the highest-performing companies address and handle all aspects of the workplace product life cycle: from leadership discovery to growth, to acquisition and compensation (Leishman, 2018).
From the above analysis, it can be summarized that the company needs a makeover in terms of its competency orientation. The senior managerial personnel should do a thorough reform in its promotions and talent systems to see that such occurrences of sexual misbehavior do not occur in the future. An automated electronic database of employee competencies needs to be maintained. As for the present situation, it would be a better choice to publicly take steps to remove the CEO. This would not only repair the brand image but also bring credibility to the ethical codes of the organization.